Director of HR & Payroll Operations

Serving as the Director of HR & Payroll Operations, is a strategic leadership role responsible for the design, implementation, and optimization of HR & Payroll systems, policies, and processes to align with business goals and ensure compliance. Key responsibilities include overseeing daily HR & Payroll operations activities, managing HRMS and data management, ensuring compliance with labor and payroll laws, developing HR & payroll strategies, supervising, mentoring & developing staff, and providing expert advice on HR matters. The role focuses on efficient and effective HR & PR service delivery to support the organization's workforce and positive employee experience throughout our North America network of Regional Offices. HR & Payroll Operations Management Directs the design, implementation, and administration of operational processes used to deliver HR & PR programs and projects. Develops scalable methodologies and tools to optimize HR & PR operations and streamline core processes like onboarding, hiring, employment status changes terminations, and timekeeping.Develop and implement HR and payroll policies, procedures, and initiatives to support organizational goals and ensure HR & PR strategy aligns with business strategy.Oversee the daily activities of the HR & PR operations department, ensuring smooth and efficient operationsOversee the daily activities of the HR & PR operations department, ensuring smooth and efficient operations from onboarding to offboarding. Conducts research, evaluates, recommends, and implements best practices for HR & PR operations. Employee Relations & Organizational Support Address employee relations issues, support managers with people challenges, and act as a key contact for employees regarding HR-related inquiries. Administers or oversees the administration of human resource and payroll programs including, but not limited to, performance management; disciplinary matters; disputes and investigations; performance and talent management; payroll and timekeeping management; productivity, recognition, and morale. Compliance & Risk Management Implement policies to ensure compliance with HR & PR regulations, including discrimination, labor & pay laws, pay equity, and data security initiatives.Ensures that reporting and filings are accurate, timely, and compliant with regulatory requirementsServe as Lead for all internal investigations and compliance.Monitors and ensures the organization's compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance; including working with in-house counsel. Technology & Systems Management Provide oversight of MEI’s HR Management Information Systems (HRMS) and other HR & PR technologies, securely maintaining accurate employee records and analyzing HR metrics to identify areas for improvement.Conducts research and analysis of organizational trends including review of reports and metrics from the organization's human resource management system (HRMS). Mergers and Acquisitions Provide support for acquisition activities throughout North America as they relate to employment, payroll and HRMS systems from due diligence through integration activities Team Leadership & Development Lead, manage, supervise, mentor and develop the HR Support Services Manager, Payroll Manager and HRMS Manager and their teams, in creating deliverables aligned with MEI’s strategic business directives and initiatives.Provide leadership, direction and oversight on operational and transactional Human Resources and Payroll initiatives, programs including roll out organizationally.Works in concert & collaboratively with co-Directors [Dir. of TA, Training & Development, Benefits & Compensation]and CHRO in recommending and supporting HR & PR related programs, policies and directives to include development and implementation within a technology based framework.Lead, mentor, and develop HR, Payroll and HRMS team members, setting performance goals and ensuring consistent practices across the department. Builds and maintains a strong functional team through effective recruiting, training, coaching, team building and succession planning.Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, payroll and employment law; applies this knowledge to communicate changes in policy, practice, and resources to CHRO.Develops, recommends and submits annual departmental budget.Position reports to CHRO and will require moderate travel to regional offices as needed, such as for organic operations support and leadership engagement, and acquisition integration program implementation. Minimum Qualifications (Experience, Skills, and Education)Bachelor’s degree in HR, Business or equivalent in related field.Minimum of eight (8) years’ experience in Human Resources at a managerial level as HR generalist with oversight for payroll and payroll processing. Minimum of five (5) years’ experience working within HRMS systems. Minimum of five (5) years’ experience with employment and payroll program development, implementation and administration. Minimum of five (5) years’ experience with acquisitions co-leading HR & PR diligence and integrations. Must confidentially demonstrate conduct that reflects MEI’s Mission and Values as well as highest levels of discretion and confidentiality.Excellent interpersonal communication (written, verbal and presentation), facilitation, project management and integration skills.Deploys a working style that is highly collaborative, creative and solutions focused Demonstrated abilities working remotely, in a multi-site/state, national Regional Office footprint.Proven leadership abilities in providing direction, management, mentorship and development of a team.Demonstrated aptitude to align HR, Payroll and HRMS strategies with organizational goalsDemonstrated abilities comfortably and effectively collaborating on other areas of Human Resources as needed, such as Talent Acquisition, Benefits and Compensation and Training & Development.In-depth knowledge of best practices, employment & wage and hour laws across various States, and HRMS systems. Ability to review and analyze People data and trends to drive informed decisions. Possess positive and professional demeanor in support of company human resources and MEI culture.Ability to use Microsoft Office Applications and HRMS software, preferably ADP.Ability to travel >25% of time, or more as needed to support job position duties, with preference to easy access to a Tier 1 airport. Preferred Qualifications:SHRM Certified Professional (SHRM-CP), SHRM Senior Certified Professional (SHRM-SCP), or Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) credentials.Industry Experience in Industrial Services, Construction Services or similar/parallel industriesPhysical Requirements and Working Conditions:Normal temperature-controlled office environment. Business Development will frequently use a computer, keyboard / mouse, cellular or office telephone, and regular business office equipment. Extended periods of sitting for long durations, occasional walking, and lifting up to ten pounds. Occasional walking over uneven outdoor terrain and/or exposure to inclement weather.Additional Requirements:Work with a Top-of-Mind Awareness for the safety of yourself and everyone at the job site. Must be able to work in a high functioning team environment. Display the highest levels of honesty, integrity, and professionalism. Take pride in your work and in the company. Communicate openly and strive for peak performance in daily tasks. Know and deliver the quality service MEI’s customers have come to expect.Disclaimer: This job description is intended to summarize the type and level of work performed by Business Development and is not an exhaustive list of all duties, responsibilities, and/or requirements. MEI reserves the right to change or modify this job description or the essential duties of the job, as necessary.MEI is an Equal Opportunity, M/F/Disabled/Vet Preferred Employer.